Dora Alvarado (she/her)

In yesterday’s issue of the Fortune CHRO Daily newsletter, the author highlights some interesting statistics on having friends and #mentors at work. According to a recent LinkedIn survey, 42% of women say they need close friends at work vs 34% of men and 46% of women say they need a mentor vs 36% of men. The author unpacks some of the potential reasons for this contrast, but I'm super surprised so many men feel this way. Friends aside, which research shows has numerous benefits to your career and #wellbeing, what really stands out to me is the mentorship component. I can say with full confidence that I would not be in the position I am today without the mentors who have helped shape my growth, personally and professionally. In every company I've worked in, all the way back to working at Trader Joe's in high school, mentors have been invaluable. Mentors who let me bounce ideas off them that perhaps were not quite ready for prime time. Who coached me through a difficult decision. And who let me reap the benefits of their experience and add them to my own. You may be able to reach the summit on your own, but a friend or mentor would likely make it a whole lot more efficient and likely more fun. When I think about mentorship, this image of Kareem and Wooden often comes to mind. Kareem Abdul-Jabbar is one of the greatest scorers in NBA history. He had all the skills to get there, but he's quick to credit his former coach and mentor John Wooden for his impact on his success. Regardless of your gender or years of experience, don't sell yourself short by skipping on a great mentor (or even a work friend). Find one and be #intentional with the time. You'll be glad you did when you look back on your 2024 performance and even more so when you look back on the entirety of your career. Don't wait! #servantleadership #careerdevelopment

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It can be difficult for company leaders to achieve appropriate executive compensation packages. When managed poorly, it can have detrimental effects on talent retention, motivation, and shareholder returns. So, what does it take to develop a good compensation system that's also aligned with your organization's strategic goals? -Understand each individual, considering their equity ownership, seniority, etc. -Research industry norms to remain competitive -Set performance metrics -Balance short-term and long-term incentives #ExecutiveCompensation #CompensationPackages #PerformanceManagement

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exactly!!! providing feedback should not be limited to performance management discussions alone. Managers must adopt a consistent practice of delivering quarterly feedback to ensure continuous development. This approach helps team members grow and stay aligned with their personal and departmental objectives, fostering their commitment to achieving shared goals.

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#HRCommunity - We're only 17 days away from the 2024 SHRM Annual Conference and Expo in Chicago! If you're still waffling, here are 5 reasons to attend: 1) Professional Development - YOU are in the driver's seat of your career. You don't have to wait for your employer to support your goals. Take charge. 4 days, 12 professional tracks, over 375 sessions, and over 400 speakers = 28 PDCs. 2) Continuous Learning - The line up of speakers this year is really incredible. A lot of new (and familiar) faces, with a broad set of topics that apply to all HR pros - regardless of how new or seasoned you are, and regardless of your level/title. There is something for everyone! 3) Networking with your peers - 25,000 of your #HRPeers will be in attendance. What an amazing opportunity to mingle, get to know those who are in similar roles and similar industries. Iron sharpens iron! 4) Chicago - This is one of my favorite cities. There is so much to do and see, and the conference venue (McCormick Place) is very nicely laid out and easy to navigate. Take advantage of your evening time to do some sightseeing, try out the famous Chicago-style pizza (so freakin' yummy) and/or all of the other Chicago-style culinary experiences. (Tip: DO NOT put ketchup on a Chicago Dog. Just don't.) 5) Acquaintances turned life-long friends - One of my most favorite aspects of the annual conference is getting to see people that sometimes I don't get to see but once a year. Virtual connections are great. But those in-person connections are even better. Some of my closest friends have come from the relationships built right here. Hope to see you there! Register here: https://lnkd.in/eU2T8GS9 #HR #HRCommunity #SHRM24 #SHRM24connector #Leadership #HRShenanigans

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9.11 and HR Leadership I've noticed my recent posts combine things that typically don't go together. Today's intersection is focused on the 9.11 attacks and HR Leadership. This SHRM article was shared in a private HR group this morning and I was inspired. Alayne Gentul was a SENIOR VIE PRESIDENT OF HR and sacrificed her own life to help save 40 other lives. In a world where HR is divided, this article is a great reminder that: ❤️ No job is ever too small. There are a lot of SVPs who wouldn't run into the fire for their employees. ❤️ You can never influence someone whose values mean more than a paycheck. ❤️ True Servant Leadership exists and empathy is a top skill that great Leaders possess. Alayne Gentul is survived by her husband and two sons. The article closes with this beautiful quote from her husband, Jack: "There is not a day that she is not mentioned. But it’s not sadness anymore. It’s all in affection and humor and remembrance.” As you lead, do you go through the motions or do you remember that each day is an opportunity to build your legacy? Thank you to Robyn Bayne for sharing this article and inspiring this post. #humanresources #hrleadership #servantleadership #hrleaders https://lnkd.in/g4VBny36

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Done with SHRM and want to take some action? I got you, we just launched a petition over at Equitable HR Guild! SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR. Join us in this call to divest from SHRM and support more inclusive and equitable HR practices. By moving beyond SHRM, we can open doors to a broader pool of talented HR professionals and build more diverse and inclusive teams. We envision this petition as a way to bring our collective voices together to advocate for meaningful change. Consider these calls to action: 🔺 Let your SHRM certification lapse. 🔹 Remove SHRM certification requirements from job postings. 🔸 Embrace more diverse qualifications. ◾ Stop sponsoring or attending SHRM events. 🔻 Promote equitable and inclusive HR education. 🔸 Advocate for better representation to lawmakers. 🔹 Commit to embedding DEI in your HR practices. Sign the petition at the link below and help us drive the change we wish to see in our workplaces. Please share as well! Big thank you to Angela R. Howard, Mahal Maningas, and all the folks I've chatted with over the last few days who helped make this possible!

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Middle of the night thoughts. Take them for what they are :-). We have all been there, you reach out to a former colleague, hoping to reconnect, but the response is either lukewarm or non-existent. It can sting. There’s a moment of disappointment when the silence or short reply makes you wonder if that shared history still holds meaning. The truth is, life pulls us in different directions. Sometimes, people drift apart not out of indifference or ill will, but simply because their present life no longer overlaps with our shared past. We all grow, and sometimes those we once held dear may no longer feel the same connection, especially when miles or years have separated us. That doesn’t make the prior experience any less valuable. It’s important to cherish the work relationships that shaped us, even if they’re no longer a part of our daily lives. Some colleagues might not have the desire or energy to reconnect, and that’s okay. It’s a reminder that time moves forward, and while we can’t always recapture the past, we can appreciate it for what it was. Reaching out is always worth it, though. For every unanswered message, there’s another former colleague who may be waiting for that reconnection, grateful you thought of them. Appreciative that you don’t want anything other than to rebuild the connection. And if not, that’s just part of the journey. Thoughts experts? #gratefulhrcat.

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Some things I'm thinking about as we close out Global Company Culture Month... This is a great month to take a step back and examine whether your company culture is functioning in a way that maximizes employee productivity and happiness. Here are a few questions to consider as you conduct your analysis: ❔ Does leadership discuss culture as often as we talk about profit and business performance? ❔ Does our hiring and onboarding process help people understand our culture? ❔ Are we ensuring that we have a diverse team? ❔ Do people feel safe to offer ideas and provide feedback? ❔ Is alignment with culture part of performance reviews, promotions, bonuses, etc? #GlobalCompanyCultureMonth

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Post 1: Is the CHRO the Sole Architect of Culture, or a critical Catalyst? 🤔 As we continue to navigate the complexities of modern work environments, one question lingers in my mind: Is the CHRO truly the sole architect of organizational culture, or is our role more about enabling and nurturing the culture that already exists within the fabric of the company? In today’s fast-paced world, where the nature of work is rapidly evolving, we're expected to be strategists, coaches, champions of diversity, and, above all, stewards of the organizational culture. But as I reflect on the myriad responsibilities we carry; I find myself pondering: Can one person—or even one department—truly shape and maintain a company’s culture on their own? 🌱 The Catalyst vs. The Creator Traditionally, the CHRO has been seen as the guardian of culture, but I believe our role is shifting from that of a sole creator to a catalyst. Yes, we set the tone at the top, advocate for the values that define our organizations, and implement policies that shape the employee experience. But culture is not a top-down construct. It’s the sum of every interaction, every decision, and every behavior exhibited across the organization. If we, see ourselves solely as the creators of culture, we risk falling into the trap of believing that culture can be mandated. In reality, culture is lived and breathed by every employee. Our job, then, is to provide the framework, the tools, and the environment where a positive, inclusive, and innovative culture can flourish organically. What are your thoughts on this? Do you see the CHRO as the sole architect of culture, or do you agree that our role is more about enabling and nurturing? 💬

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🏖 Just back from a rejuvenating week in the sun, pondering the future of TA/HR Ops in the T.R.A.I World - Transformative, Rapid, Adaptive, Integrative. How can companies revamp their talent acquisition strategies to align better with broader business and people strategies? Share your insights! 🤖 Remember, AI should augment, not replace, recruiters. 🤼 Prioritize putting the human experience at the core of any automation or AI initiatives. 🔄 Leverage continuous talent sourcing and engagement/education to your advantage. 📈 Ensure that the AI journey maturity is consistent across TA/HR and the entire business. What additional considerations would you suggest to maximize impact? Let's keep the conversation going! #TalentAcquisition #HRStrategy #AIinRecruitment #BusinessTransformation #ContinuousSourcing #EmployeeEngagement #TRAI

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#WISHRM Vendor Spotlight: Networking with peers and developing leaders are two activities I cherish most in HR. I firmly believe that the best resources are those within reach, and learning from others' experiences and wisdom often results in more effective leadership outcomes. Connecting with Elizabeth Nottling from Executive Agenda, a provider of unique services for senior-level leaders, was a delightful experience. Read on for an insightful Q&A with Liz: "Our members come from a variety of industries, but they all share a common goal: to enhance their leadership skills, tackle complex business challenges, and connect with peers who understand the pressures and responsibilities that come with executive roles." https://lnkd.in/gpzgFN5n Wisconsin State Council SHRM SHRM #SMILE24 #Conference #Leadership #Development #HR #HRCommunity #HRShenanigans

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As a VP of HR and a mother of four, I know firsthand the importance of workplace flexibility. This Women's Health Month, I'm reflecting on the challenges and triumphs of balancing career and family. Today, that means working from home with my sick toddler on my lap. Flexibility isn't just a perk—it's a necessity for many working parents, especially mothers. It allows us to be present for our families while continuing to contribute our expertise and leadership in the workplace. I challenge you to reflect on how your organization supports working parents. Are your policies truly enabling work-life integration? To the working mothers out there: You're not alone. Your resilience, multitasking skills, and dedication are seen and valued. Let's continue to advocate for workplace cultures that empower all employees to thrive both professionally and personally. #WomensHealthMonth #WorkingMoms #WorkplaceFlexibility #HR #Leadership

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“Do you want to talk about it?” Last week I had just finished an intense call about a tough employee situation and had to transition to an HR event. After making a comment about the challenge I was facing, Taneesha Peoples, SHRM-SCP (she, her) 🏳️‍🌈 asked me if I wanted to talk about it. I did, and that 5 min conversation was so helpful. I vented, made a decision and moved on. Sometimes we need space to clear out the drama we face. Taneesha showed me empathy and it’s a reminder that we all have to support our HR colleagues. It doesn’t take a lot of time; she listened, understood and offered support. We can all take 5 minutes to support our network and our co-workers. Empathy goes a long way! I’m grateful for Tanesha who showed me empathy and understanding but most importantly she listened and offered support. Please take 5 minutes today to check in with your HR colleagues or reach out to me if you need to talk. #hr4hr #empathy

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In the journey of leadership, one of the most valuable assets is the unfiltered feedback from our team members. Recently, a candid conversation with a mentee highlighted an ongoing issue that I think many leaders can relate to. This person voiced concerns about a colleague who seemed to embody traits that didn’t align with their company's values, specifically, being unprofessional, dishonest, and taking undue credit for others' work. The feedback was direct: “Why does my company still have this person on the team? I thought we had a 'no jerk' rule.” This prompted me to ask for more specifics: “Can you provide concrete examples and evidence of these behaviors? Do you have colleagues who can corroborate your observations to your supervisor." While the request for evidence was met with some frustration, it was a crucial step. As leaders, it’s essential not only to listen to concerns but also to ensure that feedback is actionable and supported by clear evidence. This approach helps in addressing issues effectively rather than making decisions based on unverified claims (gossip!). This conversation led us to a deeper discussion about a broader phenomenon: why do certain individuals who exhibit negative behaviors seem to thrive in work environments? My theory is that these individuals often excel at navigating organizational dynamics, exploiting system loopholes, or they operate in roles where their actions are less visible to higher management. So, what’s the takeaway here? For leaders, it’s important to foster a culture where open dialogue is encouraged and where concerns are addressed systematically and transparently. By demanding clarity and proof, we not only ensure fair evaluation but also strengthen our commitment to maintaining a positive and productive work environment. Creating a culture of accountability and integrity starts with us. For me, I will continue to listen actively, seek evidence, and uphold the values we wish to see in our teams. Culture and brand are intricately intertwined, much like a bird’s nest, delicate and meticulously woven together. Every conversation and interaction shapes and reinforces this connection. Each moment matters in sustaining the integrity and strength of both. Let’s be mindful of how our daily actions and dialogues contribute to the broader narrative we wish to create. Thoughts? Too pompous for a Sunday morning? #gratefulhrcat

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“The conventional wisdom is that the U.S. healthcare system is broken, but that assessment is misleading. After all, can a system that has never truly existed be called broken? All the components of fabulous healthcare exist in abundance in the United States, yet with few exceptions, they have never been organized to work together…A more useful assessment is ‘U.S. healthcare is fragmented,’ and the right follow-up question is ‘How do we organize those pieces into a system that can use its components to meet patient’s needs?’…In the absence of true organization into delivery systems, however, providers often do not communicate with each other or coordinate their efforts…physicians are divided into increasingly narrow subspecialities defined by organs and diseases…This fragmentation is familiar to patients who feel that the healthcare system has forgotten that they are people, not just diseases…in a single year, the typical Medicare enrollee sees 7 different physicians. These 7 physicians include 2 different primary care physicians and 5 specialists who collectively worked in 4 different practices…most physicians do not have a stable population of patients for whom they feel totally responsible.” Thomas H. Lee

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My daughter graduates from college next month, and those of us who are close to her share her pride and accomplishment in achieving this exciting goal. It’s the result of a great deal of determination in the face of obstacles no less daunting than a global pandemic, and it has renewed my belief in the power of milestones. I believe milestones are critically important in charting the progress of our lives and engendering gratitude. I’m sure thoughts in this vein also have something to do with the first total solar eclipse in North America in about 50 years. If you missed it, you’ll need to wait decades for another. While the huge, lifechanging milestones and events are important to celebrate, the small ones matter too. I recalled a Harvard Business Review piece some years back that spoke to “The Power of Small Wins.” Minor victories drive the personal narratives we all create about our lives and who we are, and how we view the work that we do: “Of all the things that can boost emotions, motivation, and perceptions, the single most important is making progress in meaningful work. The more frequently people experience that sense of progress, the more likely they are to be creatively productive in the long run. Whether we are trying to solve a major scientific mystery or simply produce a high-quality product or service, everyday progress—even a small win—can make all the difference in how we feel and perform.” For those of us who are leaders, this is another set of data that supports the power of kindness and positive reinforcement. Celebrate your small wins and those of your team. Milestones, large or small, matter, and the ripples most certainly spread further than we can know. https://lnkd.in/gNkKUhnV

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Not sure how I missed this earlier this year, but this article provides good reporting on why SHRM removed E and some of the backlash that occurred. The very last section provides good alternate strategies to employ, which is the direction that the Center for Accounting Transformation was moving toward anyway, so I'm glad to get affirmation that we are moving in the right direction. #betterbizculture https://lnkd.in/gKD3M3fm

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Title: Channeling Frustration into Focused Action: HR’s Role in Driving Organizational Success As HR leaders, we all feel the frustrations of a role that’s often thankless and misunderstood. However, rather than dwell on the negativity, I believe in channeling that energy into building solutions together. The post-pandemic landscape has pushed HR into new territory—more responsibilities, higher expectations—but this is where we can shine. Our challenge is to move beyond being seen as just administrators or enforcers. We must partner with leadership to demonstrate the value of our work. Every memo, initiative, or new tool we implement isn’t busywork; it’s aimed at shaping more equitable, resilient organizations. Yes, the road can be tough, but true transformation is never easy. While complaints about HR persist, we can use this feedback to refocus our efforts on what matters most—supporting people and driving business success. When HR stops merely reacting and starts leading, we become the glue that holds the company together, ensuring it thrives in even the toughest times. Let’s take the frustrations expressed by others and turn them into opportunities for meaningful progress.

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